inbound-marketing

Picking and Measuring Your People171 Do you rank first for your name in Google? Do you use Delicious? Can you show it to me? Do you have a blog? Can you show it to me? Do you use Facebook or LinkedIn? When was the lasttime you updated your profile? Do you use Twitter? Can you show me? Do you have a channel on YouTube? Can you show itto me?If your prospective hire gives you blank stares or a lot of“I was planning on setting that up,” then you don’t have aDigital Citizen on your hands.Hire Analytical ChopsThe good thing about inbound marketing is that everythingis completely measureable. No longer do you have argumentsabout how XYZ or ABC major account found yourproduct. You know whether it was a Google search (andwhich term the account used), a link from another site,a discussion on LinkedIn Answers, or others. The old saying,“I know I’m wasting half my marketing budget, but I’mjust not sure which half” is no longer true in the inboundmarketing era.Modern marketing organizations must analyze all of thisgreat information in order to make better decisions. Thismeans that when you bring on new hires, some of themshould be very Analytical. It’s difficult to figure out if someoneis Analytical from a standard interview, so to test for it,you should have your prospective hire bring to the interview